Evaluation of the National Development Agency’s training on improving governance of non-profit organisations.
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Date
2020
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Abstract
Numerous research studies on training effectiveness have been conducted, but seldom found in
NPO settings within the South African context. In an effort to evaluate the effectiveness of NDA
training on improving the governance of NPOs, a training programme for NDA trained NPOs in
Gauteng was studied. The focus of the study was to examine the learning, transfer, and reasons for
continuous non-compliant and poor governance practices of NPOs in South Africa. The study
adopted a mixed-method research approach with the rationale of using qualitative findings to
confirm the quantitative findings. The research was conducted three years of post-training. The
tested hypotheses amongst 200 respondents translated into a response rate of 79% for the
questionnaire and 8 respondents from the interviews. The Statistical Package of the Social
Sciences (SPSS) and Structural equation model (AMOS) was used for quantitative data, whereas
NVIVO was used for qualitative data analysis. Data analysis results revealed some degree of
learning and training transfer and several reasons for low and high transfer of training. The
transferability of training back in the workplace was found to be at very low rates amongst the
trainees. In practice, the findings of this research have practical implications for the training
institutions when designing the training interventions. To assure learning and the maximum
transfer several considerations must be made before and during the training programme. First, to
make a good training design that accommodates the different training needs at different levels,
thorough training needs assessment at the individual participant level seems important to ensure
the success of training transfer as well as the quality of training. Second, the training needs of the
participant’s level varies from individual to individual, so the more a training satisfies the
individual participant level training needs, the better the chances of the existence for learning and
training transfer. The use of diverse instructional methods is considered an important strategy for
training design that leads to successful training transfer. Third, providing learning experiences in
different ways, the trainees can master the training content conceptually and practically. Lastly,
the training facilitator also plays a critical role in guiding the trainee’ learning and application of
the learning back to the jobs. Several research implications surfaced from this study. The study
contributes to the literature on how trainee’s behavioural change can affect training effectiveness
regardless of how the training is designed.
Description
Doctoral Degree. University of KwaZulu-Natal, Durban.